Establishing the right sales compensation plan and eligibility is based on objective criteria.
Does the job encompass significant client/partner contact and relationship? Does the role persuade the stakeholder to buy a company’s offerings? Are there clear and quantifiable sales goals?
In this video, Yang Liu and Tim Meuschke, directors for Alexander Group, discuss the key components to determine sales comp eligibility. Specifically, at 2:35, Tim describes the three types of variable pay programs and their degrees of at-risk incentive, levels of influence and typical job roles.
Do you have the right compensation in place for your sales and support team? For more on this topic, please contact an Alexander Group media practice leader today.
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Authors
Yang Liu is a director in the Chicago office. Yang has experience working with companies in a variety of industries including media ad sales, manufacturing, high-tech, medical device and private equity. His most recent engagements include a complete go-to-market strategy assessment, full-scale enterprise sales model design including: job roles, sales compensation and competency model design.
Tim Meuschke is a director in the New York office. Tim is a leader in the Media and Manufacturing practices, focusing on large scale transformation and integration engagements as well as point solutions across the firm’s Revenue Growth Model™.
